===================  Evaluating Employees -- Information  =================          
                        by  M.D. Smith  --  Huntsville, AL
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In the  20 EVALUATION ITEMS, YOU SHOULD RANK
EACH EMPLOYEE IN REGARD TO THE FOLLOWING POINT/VALUE SCALE:

             0-4   POOR PERFORMANCE"
             5-9   BELOW AVERAGE PERFORMANCE"
            10-15  AVERAGE PERFORMANCE"
            16-21  ABOVE AVERAGE PERFORMANCE"
            22-25  OUTSTANDING PERFORMANCE"


Therefore the TOTAL Evaluation Score would be:"

            0-80   POOR PERFORMANCE"
          100-180  BELOW AVERAGE PERFORMANCE"
          200-300  AVERAGE PERFORMANCE"
          320-420  ABOVE AVERAGE PERFORMANCE"
          440-500  OUTSTANDING PERFORMANCE"

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When you run the Employee Evaluation Program, you will note that
there are Text Boxes for:

         The Name of the Person being evaluated.
         The Department in which the person works.
         The Name of the Supervisor making the evaluation (your name).
         The Date.  (A current default date will appear. Change 
                     it if you wish to.)

If you wish to leave any of these boxes BLANK, then just tab or
click on the box and do not enter anything.  It will blank immediately.
Otherwise, the text in the box will print out on the evaluation that
you make and print.  

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The reason you use a 25 point scale is to provide you with a means
to show improvement in areas without moving employee into a major
new category.  For example, if you only had 1-5 for ranking and 
an employee was consistently a 3 or 4, any increase would move
that person into the top categories, but this person might not be
a good employee overall.  Employees meeting requirements of their
job should be ranked in the 10-15 point range.  A value of 12 or 13
is exactly average for satisfactory employees.

Only employees who are doing especially good should be ranked at 20
or above on any of the items below.  Also note, that from evaluation
to evaluation, a person may go down a point or two, but their overall
total and average may stay the same.  This still reflects when one 
of the 20 work areas is decreasing and may be an area for needed
improvement. 

You should initially conduct evaluations with your workers quarterly.
Then, after a few quarters have passed, you might want to only do these
evaluations semi-annually or annually.  In any event, it is suggested
that you NOT tie salary and raise discussions with these evaluations.
It is better to have salary reviews at a different time, but if you
need to do them together, that will be O.K. too.

Employees like, want and need to know how they are doing.  Formal
work and attitude reviews are important to them so that THEY know
how YOU rank their work.  They may not agree with your rankings
and they should discuss each item with you.  You should tell them
why you have ranked them as you have.  Be prepared with specific
examples of rankings that are low or go down.  Notes of your review
with the employee should be attached to the form and also put in
the file.  The employee should SIGN the form noting that they
acknowledge it has been DISCUSSED with them (not that they necessarily
AGREE with it). 

These standard evaluations used on each employee are fair "yardsticks"
that satisfy EEO requirements should there ever be a question of
fairness and equal treatment of employees.  

You will probably want to include an additional, job-specific form,
to go with the general employee evaluation form in this program.
That way, if specific duties, requirements and measurements  of one 
department is different from another, it can be added to the
evaluation.

Here are the 20 items that you use to set the evaluation for
the employees.

***********************[ the 20 evaluation areas ]********************

Communicates effectively with supervisor & co-workers
Works well under pressure
Shows originality in solving problems
Has a consistent positive attitude
Uses time efficiently
Self-starter (needs minimum supervision)
Shows team spirit
Cost conscious
Effectively deals with criticism
Dependable
Once decision is made, accepts & strives to implement decision
Compatible with co-workers
Willingly accepts challenges
Understands standards & expectations of supervisor
Absenteeism/Punctuality
Strives to improve performance
Shows concern for company/department image
Shows leadership ability
Neatness (personal and work area)
Quality of work

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